Personality

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Lisa Abernathy |

1/26/2013 |

Organizations recognize “The Five Factor Model of Personality” and how it correlates to job performance. |

Human systems make up organizations, and research demonstrates that an individual’s personality is linked to important organizational outcomes, including job performance, training success, turnover, self-rating of performance, compensation performance, career development and leadership efficacy. (Griffin, 2012) Personality is a relatively stable set of psychological attributes or traits that distinguish one person from another including behaviors, attitudes, and emotions. These traits and characteristics of an individual’s personality can one’s disposition, which directly influence how they respond to situations and events in a predetermined manner. (Williams, 2010).

Behavior patterns must be defined into a series of observable traits known as trait theory, to better understand individuals. The Five Factors Model of Personality Traits, include extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. These five dimensions of personality tend to be more behavioral than cognitive or emotional, and more likely to be more important to job performance. The “Big Five” are broad global traits associated with behaviors at work. (Nelson|Quick, 2013)

Extraversion: This trait refers to the degree which an individual is active, assertive, sociable, outgoing and energized by others. Contrast to extraverts is introverts, who prefer to be alone, quiet and reserved. Introversion is not synonymous of shyness, rather while extraverts are energized by interacting with people; introverts are energized by thoughts and reflections. Unlike

introversions, which need little external stimulation and bottle up their emotions, which can explode if pushed too far. Instead of wanting to cope or change the world like extraverts, they want to understand it. Introverts think deeply about...